Structured Interview

Question 1

How do you see your commitments changing with your new role as a part of the organizations supervisory team?

Answer 1

1. honesty and truthfulness
2. Recognize-Held to higher standard
3. Lead by example, on and off duty, that reflects favorably on department
4. Decisions made- difficult or unfavorable, will display Intergrity, consistency, and fairness
5. By doing this , I’ll set an example for subordinates: expect same level of commitment and professionalism as I display

Question 2

How would you explain your position on accountability to those working for you?

Answer 2

1. First roll call meetings: Importance of adherence to department policies and go over some of those policies
2. Failure to act in accordance with department standards will come with consequences
3. Consequences applied fairly and impartially
4. Make myself available, ask questions before they become an issue
5. Prioritize continuing, on the job coaching and provide feedback

Question 3

Explain what type of supervisory styles you will use with your subordinates and please explain if you think the subordinate’s experience or skill level should impact the way you supervise them.

Answer 3

1. Utilize Situational supervision, approach on a case by case basis depending on on the officers involved
2. Newer: encourage to begin to work through problems, but assist them in coming to suitable and acceptable solutions
3. More experienced officers I know are capable of performing at higher level but for whatever reason aren’t, utilize a more traditional leadership style
4. Monitor progress, determine cause of issue, best way to put an end to undesired behavior

Question 4

How important is Integrity to the Law Enforcement profession?

Answer 4

1. Paramount quality of those in LE
2. Public holds to higher standard, understandably critical when officers display behavior that falls beneath- particularly when it involves untruthfulness
3. Decisions, orders, reports- possibility of greatly impacting lives of other: our word is held in high regard
4. If officers improper actions sacrifices his reliability or credibility he or she can no longer do the job effectively.

Question 5

Tell me about a time when you used good communication skills to defuse a situation:

Answer 5

Makai Story:

1. Emotional Disturbed individual: Section 12
2. Fought, run, barracked in past
3. Schizophrenia and thinks we are dystopian government agents to abduct him
4. Calmly encountered, engage in polite conversation
5. Told him to call me by my first name to humanize myself
6. Talked him through the process and informed when hands on, handcuffing
7. Good repertoire, offered to ride in ambulance with him
8. Communication effectively contributed to peaceful and favorable outcome for all

Question 6

What does public trust mean to you personally?

Answer 6

1. John Locke’s Social Contract Theory
2. Public is willing to give up some personal liberties in exchange for protection and public order
3. Power of governmental entities only exists through consent of public for greater good of society
4. That being said, As constant, visible symbols of governmental powers
5. Public has a right to hold us to a higher standard, and question when they think power is being abused or used inappropriately.

Question 7

How will you explain to your subordinates the importance of accuracy and honesty in report writing? (word is our bond)

Answer 7

2. Reports can and likely will influence the lives of those involved, Our word must be our bond, writing anyhting thats not factual and unbiased will negatively impact trust public instills in us
3. Mistakes by laziness or inattention to detail = addressed, fixed, additional remedial training
4. Zero tolerance for lying or intentionally omitting
5. Make it known: Swift, certain, and quite honestly seevere consequences for this type of behavior.

Question 8

Tell me about a time when you used your interpersonal skills to handle a volatile situation:

Answer 8

Brown Brothers story

1. Senior Officer- brothers involved in ongoing disturbance
2. Senior officer- maintain control of scene until resolved or supervisor arrives
3. Father tries to interject and was asked and then ordered to step back, officer pushed him back to prevent him from getting closer
4. Father was enraged, things going in the wrong direction
5. Despite other options, father was acting emotionally out of concern for sons
6. Stepped in, pulled father aside, explained what happened, what was going to happen next, our need to maintain control and order on scene of incidents of this nature
7. Spoke with officer and advised him of the conversation I had
8. By the end, officer and father shook hands and father was supportive of our decisions and handling of the situation

Question 9

Tell me about a time when you faced serious adversity and tell me how you handled the situation:

Answer 9

Very beginning

1. Hired as a permanent intermittent- constantly worked shifts on short notice, was the low man on every shift and usually assigned to complete the unfavorable tasks
2. Went through my years in this role with a : good attitude, I paid my dues, and remained loyal to my department until I was given and opportunity to go to the full time academy
3. Made the most of that opportunity, graduated within the top 5 academically, broke 3 Randolph physical fitness records, served as Guidon Bearers, won physical fitness award
4. Withing 4 years, was asked to become an FTO
5. Years spent as a PI humbled me, and now allows me to connect well with brand new officers

Question 10

Drunk officer, midnight shift

Answer 10

1. Immediately pull officer aside, private personal conversation to make observations
2. Ask him directly
3. Indications continue to present= Breathalyzer or series of field sobriety test
4. Acceptance and successful completion a condition of him continuing to work the shift
5. Ignoring or downplaying seriousness engangers the officer, other officers, the public
6. Regardless of tests, the presence of alcohol on breath requires me to document and report up chain of command.
7. Inform officer of my obligation to the department and the community to do so.

Question 11

Brooming OUI- NH State Trooper

Answer 11

1. Step in and take over the call- handle according to department policies and procedures
2. May include field sobriety testing, and arrest of the Trooper
3. Conversation with officer- preferential treatment of officers is an ethical violation
4. Officers actions and decisions will need to be documented
5. Promptly inform upper level command staff of incident

Question 12

Sexual Harrassment- Officer Dow in Roll call

Answer 12

1. Pull officer out of roll call.
2. Way beyond harmless joking, constitutes violation of Sexual harassment policy
3. Fully document and report up chain of command.
4. Investigation- Isolated incident or a pattern of behavior with other victims
5. Advise female officer of action taken so far, and offer counseling or other resources to cope with situation
6. If female is uncomfortable finishing shift, Dow sent home and informed further action will follow

Question 13

Long Range Career goals and three steps taken towards obtaining them:

Answer 13

1. Continuing to develop as a valuable asset
2. Progress to leadership role- more opportunities to offer knowledge and experience not only to trainees, but greater portion of patrol staff
3. This process is the most significant step i’ve taken towards achieving this goal

Also,

4. Develop an expertise in a specific area of LE- Interview and Interrogation
   - Reid Institute
   - Deceptive Behaviors
   -Body Language
5. Ultimately, I’d like an opportunity to utilize all of the knowledge i’ve gained by sharing it through coaching and mentoring- Strengthens the abilities of department

Question 14

Tell me about a time when you had to DELEGATE a task and tell me how you followed up with the situation?

Answer 14

1. When field training, often have to determine which task to let them do an which to take over
2. Writing first report- let them do it on their own, and then help to add, edit, and restructure to reflect an accurate, complete, and profession report.
3. By doing this: retain the most important recommendations, better suited to write reports on their own

Question 15

What would your last boss say about you?

Answer 15

1. Person of integrity and character
2. Very confident they would describe as: extremely thorough, and hard working
3. Take a lot of pride in doing this job and the work i produce
4. level headed and fair in decisions
5. able to remove emotions and reach well rounded, integrity based conclusions to difficult situations.

Question 16

What have you learned from your mistakes?

Answer 16

1. Front row seat to the greatest show on earth
2. Privileged vantage point to see people’s personal struggles
3. Financial mistakes, mistakes in relationships and marriages, mistakes with drugs and alcohol, mistakes made in short moments of intense emotion that have lasting effects on peoples lives
4. Feel and emphasize for these individuals, but have allowed me to learn from them, and have given a framework for the behaviors and actions i need to avoid to have the professional and personal life i want to live

Question 17

Give me an example of a problem/ issue you faced on the job and tell me how you solved it.

Answer 17

Izzy Story

1. Background
2. Football and sports in general extremely impactful and beneficial influence in my life
3. Union reps- cover all expenses
4. mother unfit, adopted by grandparents on friend on the football team
5. Saw him recently, very happy and well cared for

Question 18

Give me an example of a performance issue you faced on the job and tell me how you solved it.

Answer 18

1. Senior officer on midnight shift- New group of officers graduated the academy
2. Noticed them making same mistakes regarding dispatch log
3. Pull them aside privately, explained what is expected of them in terms of inputting biographical info and content of log narratives.
4. As in report writing, info in dispatch log needs to be complete and accurate
5. All very appreciative and thanks me for helping without making them feel embarrassed in front of their other new co-workers

Question 19

Give me an example of a problem you faced with a superior on the job and tell me how you solved it?

Answer 19

Building 14 story

1. Extremely emotionally disturbed
2. Not in touch with reality, needed psychiatric evaluation
3. Opted to summons to seek follow up care
4. Supervisor arrived and didn’t have the full set of facts yet, and stated that she should have been arrested
5. Explained the background and mental state of the suspect
6. Explained victim and suspect were strangers and it was an isolated incident- very little threat of continued harassment or violence by summons vs arrest
7. Previous suicide attempts while in police custody, and was not mentally stable
8. After advising supervisor of all these pertinent facts, Supervisor agreed that summons and psychiatric intervention was a suitable outcome to the call.

Question 20

What is one thing you would change about your organization’s work environment and tell me how you would go about it?

Answer 20

If given a more expanded leadership role, I would..

1. work to bridge gap between older generation and newer officers
2. Extensive knowledge and experience
3. We have exceptionally high morale and a department that truly gets along and works well from top to bottom
4. As seasoned veteran approach retirement, will work to absorb as much insight and experience from them as possible to pass down to future generations of officers

Question 21

Tell me about an incident where you had to gain the cooperation and trust of a group of people over which you had no authority. How did you do it?

Answer 21

Strike story

1. Large scale strike began at an international waste provider
2. No experience with a strike, weren’t entirely sure of labor strike law in relation to this situation
3. Communicated with those on both sides, and amongst eachother, through out the situation
4. Hostile- Prioritized protecting the well being of those on both sides, and were able to set some initial ground rules to restore relative order to the situation
5. Through effective communication, we protected both the well fare of all involved parties without infringing on rights.

Question 22

Team

Answer 22

School liason program

Question 23

Define what supervision means to you:

Answer 23

Supervision to me is taking on the responsibility of overseeing a group of individuals- and within that responsibility is a duty to help each of those individuals reach their maximum potential in their role.

It involves building trust and strong relationships by communicating with them effectively, and providing them with clear expectations.

And it also involves holding them accountable for their actions and decisions, but also being willing to lead by example and hold yourself accountable in the same way.

Question 24

What are the 4 tenets of procedural justice?

Answer 24

1. Trustworthiness
2. Respect
3. Neutrality
4. Voice

Question 25

What is Procedural Justice?

Answer 25

A consistent method of operation in which community members are treated fairly, and with dignity and respect, in every law enforcement encounter.

Its important because what people think of the Justice system is tied more to the perceived fairness of the process and how they were treated rather than the actual outcome.

Question 26

What does Procedural Justice promote when embraced?

Answer 26

1. Positive organizational attitudes
2. Bolsters good relations with the community
3. Enhances officer safety

and

4. Allows the organization to embrace continuous improvement.

Question 27

What is the Department Mission Statement?

Answer 27

The Marshfield Police Department will..

1. Seek to reduce crime by working in partnership with the community.
2. We will seek to identify the problems and needs that reduce the quality of life in Marshfield.
3. Our Department will respond to these problems and needs with Professionalism and Fairness.

Question 28

What does Police Legitimacy mean to you?

Answer 28

I think police legitimacy is the trust and level of confidence that the public has in the police, and i think that police legitimacy can be best measured by how willing the public is to cooperate with us.

The more we work to promote full transparency with the public, and engage in neutral, fact based decision making, the more willing the public will be to cooperate and help us solve some of the issues in the community.

Question 29

How would you increase police legitimacy in your community?

Answer 29

I would focus on implementing practices that promote procedural justice. This is treating people with respect, giving them a voice and allowing them to be heard, and making decisions neutrally and consistently based on facts, not demographics or characteristics of the individual.

If we can increase the towns trust and confidence in us, people are going to be more willing to cooperate with us, reducing our need to use force and reducing officer and suspect injuries.

Question 30

Explain how you will motivate other people:

Answer 30

I’ve coached wrestling from youth level, middle school, and was an assistant coach for MHS. Its really about finding out what drives people to want to improve. From some people its encouragement, for some people its the opposite and would rather be challenged.

As a supervisors in a police setting, I would sit down with each of my employees and find out what their interests are and how they have worked successfully in the past.

I would tell them what I expect of them moving forward, but I’d also ask what they expect of me as a supervisor and how they think I can improve.

Question 31

Please explain how you will motivate the disgruntled employees on the department or under your direct supervision if you are selected for this position.

Answer 31

• Private meeting where I express my observations regarding his performance

Try to get to the root of the problem

Offer to help however I can, and provide access to whatever resources are necessary (alcohol, financial, family, etc)

If this once a great employee who just seems burned out, I would encourage him to sign up for the next opening for FTO program, get involved with community initiatives to revitalize his passion for the job

But, I would let him know that regardless of the issue and the solutions we come up with, they are still responsible for pulling their weight on shift and meeting the expectations of the department.

Question 32

What skills and abilities does a good supervisor need? tell me about a time where you demonstrated good supervisory skills.

Answer 32

Among many others, A good supervisor needs to posses the ability to delegate tasks, problem solving skills, and adaptability.

The first time I was ever OIC of a shift, I was in charge for a mid-8 shift. Around 2 or 3am we received a strange call requesting a well being check on the overnight host of a local radio show in town, because the caller believed the host had experienced a medical emergency.

As we were planning our method of entry, I was notified of a car accident into a telephone pole on the other side of town.

Left my most senior officer and another officer on scene and advise them of the stops they needed to take once entry was gained.

Responded to the accident

Question 33

Tell me about the different types of situations where you have used your delegating skills to mentor or develop other people.

Answer 33

Nunes story

Bowers on a perimeter post

Question 34

The public trust is crucial in police and community relationships. If selected for this position, what will you do to improve public trust in our community?

Answer 34

I think a very important area to focus on in regard to public trust, is to increase transparency with the public. This would involved community policing initiates in which our officers are regularly interacting with members of the public not just on the scene of calls, but in their every day lives. It would also involve getting stakeholders, public leaders, and citizens involved in our problem solving efforts.

If a citizen can understand why we are doing the things we’re doing in a particular situation, he’ll realize we aren’t targeting him or out to get hium, but he’s going to trust that we’re acting with honor an integrity and he’s going to be more willing to accept the outcome of a situation.

Question 35

As a police professional, what motivates you to go beyond what is expected of you in the performance of your duties and responsibilities?

Answer 35

I’m motivated to go above and beyond by this community and the people of Marshfield. Probably the only response I remember giving in my initial interview with Marshfield Police, was that I have a vested interest in the well being of this town. I remember it because I truly meant it and still mean it today.

I grew up here, and lived and worked her most of my life. I spent 10 years working every weekend as a cashier at the local supermarket, I’ve worked as a lifeguard for the town in the summers during college, and as a counselor at the boys and girls club and I’ve coached several different sports.

My have a big family here, I have cousins who working the school system, and nieces and nephews in our elementary schools. I live here and my children will be raised in this community, so I take very seriously my commitment to protect, and to serve the people of Marshfield and will always go about and beyond to ensure their safety and that they receive the service from me that they deserve.

Question 36

What makes you the best candidate?*****

Answer 36

• fulfill role with upmost integrity and commitment to the department
• Junior officers- advice
  -Supervisors- go to guy for any task- will handle anything ethically
  Care about the future and direction of department
• Can have command presence, but also know how to talk to people and connect with people to resolve issues

Question 37

A Problem in community and how would you solve it

Question 38

In Basket

1. Issues
2. Actions
3. Why? Effect on Department/ Community

ITEM 1

1. Issues
   A. Officer- Blatant racism, Violation of our Bias Free Policing Policy
   B. Sgt- inability or unwillingness to intervene/ take action

2. Actions
   A. Immediately notify Chief of incident
   B. Place Officer Hanley and Sgt. Voto on Admin leave.
   C. Reach out to victim, let him know we are aware of the incident and are taking the proper action to correct the issue
   D. Report incident to POST
   E. Recommend an extended suspension or even demotion for Sgt
   F. Recommend termination for Officer

3. Why?
   A. Marshfield PD has Zero Tolerance for racism and it won’t be allowed here. Both he vile behavior of the officer and the inaction of the Sgt. Are serious threats to the integrity of this department, and could make the public question or commitment to provide impartial and Bias Free service to them. 

ITEM 2

1. Issues
  A. Lying, stealing

2. Actions
  A. Initiate internal and possibly criminal investigation
  B. Place Officer on Admin leave pending the results of these investigations
  C. Gather evidence including detail slip and video
  D. Interview Officer. Document everything and report it up the chain of command
  E. Report to POST- Unprofessional conduct and criminal conduct
  F. Recommend decertification and termination

3. Why?
   A. Any officer willing to sacrifice his honor and credibility for an hour of overtime can’t be trusted to make the serious and consequential decisions a police officer is required to make. We have Zero Tolerance for lying and stealing in this department, so an officer who  exhibits these behaviors no longer has any business continuing in this profession.

ITEM 3

1. Issues
A. Lying, Stealing

2. Actions
A. Compile documentation of all tickets written at incorrect times. Review other times officer has worked click it or ticket grants and compile same.
3. B. Interview the officer and have him document his explanation in a written statement
c. Place Officer and admin leave pending and internal investigation and criminal investigations.
d. Report to POST
e. Recommend Termination, de-certification
f. Reach out to reporting party and inform her we are investigating the complaint and will take proper action to correct the situation


4. Why?
         a. Marshfield PD has Zero tolerance for Lying or Stealing. A Police officer is required to make decisions, write reports, testify in court and expected to do all of these things with the utmost honesty, accuracy, and integrity. If an officer is willing to lie, forge information, and steal grant money to make a 4 hours traffic block easier for him, there is no way he can be trusted to serve the public with honesty and truthfulness.

ITEM 4

      1. Issues
* Improper handling of First Amendment Audit        

      2. Actions
* Verbal warning to officer, and counsel him as to the proper way to interact with First amendment auditors. Allow them to peacefully record, provide basic information such as name and badge number

* Written warning to Sgt, and counseling. As a Supervisor, Sgt. Jop is expected to know what to do in these situations and respond appropriately.

* Department wide re-training on encounters with First Amendment Auditors.

* 

3. Issues

A. Unwillingness to provide required information to the public jeopardizes the department’s image in relation to our commitment to transparency. By dealing with First Amendment Auditors professionally and appropriately, we can use their presence to our benefit, and actually increase our own legitimacy and the trust that the public instills in us.


Item 5

      1. Issues
* Violation of Social Media Policy

* Hate Speech

      2. Actions
* Initiate an internal investigation

* Require the Officer to provide the department with access to their social media account, per department policy.

* Place on Administrative leave

* Report to POST

* Recommend Termination and De-Certification

* 

3. Why?


* 

A. Posting in this manner discredits the officer, the department, and has the corresponding effect of reducing public confidence and trust in out organization.

B. Threats or perceived threats to citizens of the officer’s own community, specifically targeting a certain socio-economic demographic of the population, is completely unacceptable and the involved officer is not suitable to continue a career in law enforcement

Item 6

      1. Issues
* Sexual Harassment- Violation of policy

* Possible Criminal- Indecent


      2. Action
* Initiate an internal investigation.


        B. Speak with Ms. Preston. Advise her that I am aware on the incident and will be investigating. Also inform her that I know she wanted this kept confidential, but I’m a mandatory reporter and this needs to be documented and reported up the chain of command. Offer her couseling opportunities and resources to cope with this situation.

      C. Speak with Lt. Williams and hear his explanation. Have him write a written statement in regard to his behavior.

D. Place Lt. Williams on Administrative leave, and Order him to have no further contact with Ms. Preston until the investigation is concluded.

E. If Lt. Williams returns to work, recommend he be reassigned to the 4-12 shift to avoid contact with the front desk clerk.

3. Why?
         A. Lt. Williams repeated sexual advances are completely out of line, and certainly not acceptable in our department. Lt. Williams is creating a hostile working environment for Ms. Preston, so immediate action is necessary to put an end to this behavior. I wouldn’t want to work in a place where this kind of abuse of power is condone, and Ms. Preston shouldn’t have to deal with that in her workplace.
   * 


Answer 38

1

Question 39

Please tell us about two weaknesses you have which will need improvement if you are selected for this promotion?

Answer 39

Extremely thorough and detailed.

Strive to produce complete , accurate, error free work, so sometimes it takes me longer to write a report than the next guy, but at the same time when I had that report to the supervisor I know its a sound, professional product and my supervisors know that as well.

Overthink, better to overthink than underthink. If time allows, i’m always going to take the time to gather all the information I can and fully think a problem through.

Question 40

Give me an example of a labor problem/ issue you faced on the job, and tell me how you solved it?

Question 41

If selected for this position, please explain to me how you will motivate former co-workers who are now your subordinates:

Question 42

What communication techniques have you used to make people feel secure and respected?

Question 43

Please describe what you think the relationship should be between the supervisor and those reporting to him?

Question 44

How will you hold you subordinates accountable?

Question 45

How will this organization and this community benefit by selecting you for this position?

Question 46

What is your best communication skill as it relates to supervision?

Question 47

If you had to list one thing that you stand for as a supervisor in your organization what would it be?

Question 48

If your law enforcement career ended tomorrow, what would be the most important thing you would want people to remember about your service?